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Browsing by Subject "palveleva johtajuus"

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  • Palvelevan johtajuuden ja työelämän uusien haasteiden yhteys työntekijöiden työriippuvuuteen ja pystyvyyden tunteeseen 
    Ryhänen, Eeva-Maria (2018)
    Aims. This study investigated to what extent servant leadership and new job demands are associated with employees’ workaholism and work-related self-efficacy. The job demands and resources (JD-R) model (Bakker & Demerouti, 2007) was used as the theoretical framework of the study. The job demands included challenges related to multiple venues of work, work time extending to free time, and challenges related to multiculturalism at the work place. Servant leadership was investigated as a job resource. Previously it has been found that servant leadership is positively associated with well-being in the workplace. However, there have been contradictory results about the impacts of new job demands. Following the JD-R model, we hypothesized that servant leadership is positively associated with self-efficacy and new job demands are positively associated with workaholism. Methods. This study is a part of an occupational health study, in which employees (N = 1415) from three big organizations participated. The participants filled in a questionnaire concerning workaholism, work-related self-efficacy, and job demands and resources. The data was analyzed using hierarchical regression analysis. Results and conclusions. The results showed that work time extending to free-time, challenges relate to multiculturality, and servant leadership were positively associated with workaholism, but multiple venues of work did not predict workaholism. Servant leadership was positively, and challenges of multiculturality were negatively associated with work-related self-efficacy. Servant leadership also buffered against the negative impact of multiculturality challenges on self-efficacy. As a conclusion, the servant leadership appears to be a good social resource that can be useful for organizations. In addition, there should be open conversations in organizations about the new job demands, in order to prevent workaholism and promote work-related self-efficacy.
  • Rehtoreiden työhyvinvointiprofiilit Covid-19-pandemian aikana : Vaatimukset ja voimavarat -malli 
    Tähkälä, Sally (2022)
    Objectives. The aim of this study was to examine the well-being of Finnish school principals during the Covid-19 pandemic in 2021 by using a person-oriented approach to identify work burnout and engagement profiles. In addition, this study examined how the identified profiles differed in terms of job demands and resources. Stress caused by the Covid-19 crisis and by the successful deregulation of Covid-19 restrictions were examined as job demands and as job resources, this study examined resilience and servant leadership. In this study the job demands-resources (JD-R) model was used as the theoretical framework. It is important to examine the well-being of Finnish school principals during the Covid-19 pandemic because the previous studies have indicated that the increased amount of job demands caused by the pandemic have had a negative impact on the well-being of the principals. Methods. The research data was gathered as a part of a wider national research project concerning the health and well-being of Finnish school principals. The data was collected in Spring 2021 by sending a self-report questionnaire to all (approx. 1200) members of the Finnish Principals’ Association. The final sample consisted of 526 principals, of which 59 % were women. The profiles were identified by using TwoStep -cluster analysis and the differences between the profiles in terms of job demands and resources were examined by using the Kruskal-Wallis H test. Results and conclusions. Three different well-being profiles were identified among the school principals; engaged (35 %), at risk of burnout (45 %), and in burnout (20 %). Those who were at risk of burnout or already suffered from burnout experienced more stress caused by the Covid-19 crisis and by the successful deregulation of Covid-19 restrictions than the engaged principals. The engaged principals experienced the most resilience and they reported that their leadership style corresponded the most to servant leadership when compared to the principals that were at risk of burnout or those that already suffered from burnout. The results showed that more than half of the principals (65 %) belonged to burnout profiles, which is very alarming. In the future, it is important to examine more extensively principals’ job demands and resources and to find concrete ways to support the well-being of principals by using the knowledge gathered.
  • Työhön liittyvien ja henkilökohtaisten voimavarojen sekä haasteiden yhteys työintoon ja elämäntyytyväisyyteen 
    Pirinen, Elina (2019)
    Tiivistelmä - Referat – Abstract Aims. This study investigated to what extent work related resources (servant leadership and role in the organization) and personal resources (leisure time activities) as well as work related demands (interpersonal conflicts) are associated with employees’ work engagement and life satisfaction. The job demands and resources (JD-R) model by Bakker & Demerouti (2007) was used as the theoretical framework of the study. Previously it has been found that servant leadership is positively associated with work engagement and life satisfaction. However, there are only few studies examining role in the organization, leisure activities and interpersonal conflict as resources and demands of engagement and life satisfaction, and the results of these few studies have been mixed. Following the JD-R -model, it was hypothesized that resources were positively associated and demands negatively associated with work engagement and life satisfaction. Methods. This study is a part of an occupational health study, in which employees (N = 1415) from three big Finnish organizations participated in 2011. The participants filled in an online questionnaire concerning servant leadership, role in the organization, leisure activities and interpersonal conflict at work as well as questions about work engagement and life satisfaction. The data was analyzed using hierarchical regression analysis. Results and conclusions. The results showed that both servant leadership and role in the organization were positively associated with both work engagement and life satisfaction. Personal resource, leisure time activities, was also positively associated with work engagement and life satisfaction, which was a new result. Interpersonal conflict was negatively associated with work engagement and life satisfaction. As a conclusion, leadership style and role in the organization are associated with both work engagement and general life satisfaction. Also, leisure time activities are associated with well-being both at the workplace and during leisure time. Workplaces could support their employees for example by promoting sports during worktime. However, there is also a connection between interpersonal conflict and work engagement and life satisfaction, so employers could create some interventions (e.g., small group discussions) for social conflicts already before the problems occur.

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